Highlights from Unit 4 Tentative Agreement
Early Saturday morning, the SEIU Local 1000 bargaining team
reached an overall Tentative Agreement with the State. If
ratified, the contract would significantly raise the wage floor
for tens of thousands of state workers. It represents the largest
three-year contract in Local 1000 history.
At the master table, we negotiated a retroactive pay raise for
all employees, won retroactive special salary adjustments for
more than 300 job classifications, maintained the health care
stipend with no expiration date, reduced the pre-retirement
(OPEB) funding, secured a health facility retention payment, and
added, changed, or preserved a number of skill-based
differentials, allowances, and other reimbursements that factor
into our state income. Our general salary increase, our wage
equity increase, and our unit-based Special Salary Adjustments
are retroactive to July 1, 2023.
Here are the highlights from the Unit 4 (Office and
Allied workers) bargaining table:
23 different classifications in Unit 4 received pay increases of
5% (11.1.4 Special Salary Increases). Another 41 classifications
received 4% (11.5 Wage Equity Adjustment). These increases are on
top of the general salary increase, retroactive to July 1, 2023,
and pensionable.
You can read a complete list of classifications affected by these
increases here.
We increased the Lottery Sales Scratcher Bonus (11.27.4) by 12%.
It was the first adjustment in this incentive program in more
than 20 years, and stronger language ensures that the bonus
structure is consistent year-to-year. These improvements were
recommended by a Joint Labor Management Committee and won at the
bargaining table.
New language (11.XXX.4) expands the geographic reach of the
Recruitment and Retention Differential paid to Legal Secretaries
and Sr. Legal Typists to now include Fresno and Sacramento
Counties. (Pay Differential 141)
Office Technicians and Sr. Legal Typists working at the
Department of Industrial Relations (DIR’s) Division of Worker’s
Compensation Appeals Board, who have a court reporting
certificate or equivalency, now qualify for a 5% pay
differential.
Another new contract section (5.XX.4) creates a new statewide
Joint Labor Management Committee (JLMC) for Unit 4 DMV employees
to address statewide issues, not just local or regional concerns.
This powerful too allows our Union the opportunity to make
changes in the workplace in between contract bargaining.
We also preserved an important contract provision: the Unit 4
Upward Mobility Task Force (5.13.4). This group will continue
meeting to update recommendations and best practices for upward
mobility programs providing career development for Unit 4
employees.
This email summary shares highlights from the Unit 4 table; you
may have already received the email recap from the master table.
During the ratification process, you’ll be able read and learn
more detail about the Tentative Agreement. Besides email, we’ll be posting
information about our Tentative Agreement on our Contract Action
Center page.
What happens next?
To become a contract, our Tentative Agreement must go through a
number of steps in order to become law and the document that
governs our working relationship with the State. Those steps
include approval by the Statewide Bargaining Advisory Committee,
a ratification vote by Local 1000 membership, legislative
approval, and the Governor’s signature. Click here to read more about
what steps we’ll be taking.
Bargaining Unit 4 update for
July 13, 2023
Your Unit 4 Bargaining Team is reaching out to give you an update
on our negotiations on behalf of the Office and Allied Workers we
represent. Our last Unit 4 bargaining session with the State was
on June 27. A number of Unit 4 proposals are still outstanding,
and another group of Unit 4-related proposals—largely
economic—are being negotiated at the master table.
Here are some things you need to know:
Where does bargaining go from here?
Watch this July 13 video message from Irene Green,
Local 1000 Vice President for Bargaining.
Unit-specific bargaining, along with negotiations at the master
table, are being scheduled on a day-to-day basis. When there’s
activity at the table, we’ll email and post the results, often on
the same day. Click here to
read all the recaps of bargaining activity.
What is the status of our contract?
As you know, we have not yet reached an overall tentative
agreement on a new contract with the State. Our rights are still
protected under the terms of our previous contract, which expired
on June 30. Please remember that the $260 health care stipend had
a June 30 sunset clause, and will not be included in your August
paycheck. That issue is part of our current negotiations.
You can read about your
current contract rights in this mobile-friendly, searchable
database.
What actions can I take to win a good
contract?
As the bargaining team works to achieve meaningful progress at
the table, it’s important that we keep our focus on Union
solidarity and strength building. It’s true, that in order for
our demands to be heard, Local 1000-represented employees need to
stand together. More than ever, taking action in the workplace is
an important show of strength. More actions will follow, but
stand up now for a contract that Respects Us! Protects Us! and
Pays Us!
Stay informed with all
the bargaining news at our Contract Action Central web page.
Bargaining Unit 4 Recap: Tuesday, June 27, 2023
Unit 4 has been negotiating through the weekend to make the needs
of members heard. After the State’s unreasonable 6% general
salary increase offer, Unit 4 brought these issues to the State
this week as they fight for a contract that addresses the ongoing
needs of state workers, defending and expanding their rights in
the workplace.
Over the weekend, Unit 4 negotiators passed the following
rollover article sections to the State:
- 11.31.4 – California Department of Tax and Fee Administration
(CDTFA) Call Center Differential (Unit 4)
- 11.32.4 – California State Lottery (CSL) Call Center
Differential (Unit 4)
- 11.33.4 – Employment Development Department (EDD) Call Center
Differential (Unit 4)
- 11.35.4 – California Public Employees Retirement System
(CalPERS) Call Center
- Differential (Unit 4)
- 11.36.4 – State Teachers’ Retirement System (STRS) Call
Center Differential (Unit 4)
- 11.66.4 – Department of Motor Vehicles (DMV) Call Center
Differential (Unit 4)
- 11.67.4 – Department of Transportation (Caltrans) Toll
Collectors’ Night Shift (Unit 4)
- 11.68.4 – Health Benefit Exchange Call Center Differential
(Unit 4)
- 11.69.4 – Department of Managed Health Care Call Center
Differential (Unit 4)
“This situation looks promising for Unit 4, although we are
working with the same Chief Negotiator as the master table,” said
Bargaining Unit 4 Chair Karen Jefferies. “The pace has been going
slowly with both tables being very demanding. We haven’t allowed
their concerns to rush conversations about our member’s needs.”
Today, Bargaining Unit 4 Representatives reached a tentative
agreement on the following article:
5.XX.4 – DMV Joint Labor Management Committee
After weeks of negotiation, the State came back to the table with
a counterproposal to create a JLMC, which represents a
hard-fought win for Unit 4.
“This JLMC language is a big win for our represented members,”
said Tom Krieger, Vice Chair, Bargaining Unit 4. “The State
recognized that we needed a statewide JLMC to address the issues
that are plaguing DMV across the state.”
Previously, ongoing negotiations about working conditions at DMV
would be addressed workplace-to-workplace, creating no consistent
standard and limiting employee’s abilities to engage with their
employer on issues.
“We passed it across the table three times,” said Terry Gray,
BUNC Member, Bargaining Unit 4. “It’s very good to see this
important win at the table that will impact workload, the changes
in technology in the workplace, and our health and safety. Our
members will have a voice at the table to discuss their working
conditions across the state on an ongoing basis.”
As negotiations continue, our member’s voices are crucial
bargaining tools at the table, both as member impact stories,
which provided much-needed personal perspectives at the table, as
well as by directly contacting the State’s representatives to
show them the impact their decisions will have on the public.
“We emailed Steven Gonzalez-Lederer, CalHR’s Unit 4 LRO, and he
didn’t know if he’d gotten it because his email was so full,”
said Freda Legree, BUNC Member, Bargaining Unit 4. “We think this
is because our members have been emailing him so much, bombarding
their emails and telephones with demands for respect at the
table.”
To help with bargaining, the team is asking for member impact
stories, focusing on our demands for a general salary increase
from the State at the master table.
”The State needs to hear the truth about our member’s struggles
at home and on the job,” said Nikia Brisco, BUNC Member,
Bargaining Unit 4, who delivered her own statement to the State
today. “I didn’t need to write down my impact statement. It’s my
reality. We’re renters, and our landlords ask for more and more
every year. We’re paying more than half of our checks towards
rent, and we are worried about feeding our families. We’re a
paycheck away from sleeping in our cars, and some already are.”
Unit 4 plans to return to the table next week. To see updates on
other bargaining unit contract sessions, please visit
the Contract
Action Center page at seiu1000.org
Winning a good contract starts with you. Don’t just belong to the
Union, participate. Sign
up for our Silent Protest March in Sacramento on June 29.
Bargaining Unit 4 Recap: Tuesday, June 20, 2023
There were mixed results today at the Unit 4 bargaining table,
and our team continues to be frustrated by the lack of respect
shown by the State as we work to advance the wages and working
conditions for the Office and Allied workers we represent.
“The State’s problematic behavior is slowing progress,” said
Karen Jefferies, Chair, Bargaining Unit 4. “They are responding
to our proposals slowly, and it appears that they’re not prepared
to have substantive conversations on our issues.”
In one example, the State didn’t want to even recognize or
respect the hard work of a Joint Labor-Management Committee
(JLMC) regarding the Scratcher Sales Bonus for CA Lottery
employees. Rather than following the recommendations of this
JLMC, State negotiators are instead proposing takeaways. What’s
worse, this is a JLMC that was formed at the suggestion of the
State to solve a hotly-contested economic issue that hasn’t been
updated in more than two decades.
Unit 4 has proposed the formation of another JLMC, to focus and
solve a range of issues at DMV. After research and a thoughtful
presentation—made weeks ago—the State still isn’t been willing to
negotiate.
“They’re giving us a number of excuses, many of which we’ve heard
before,” said Tom Krieger Vice Chair of Bargaining Unit 4.
“They’re either unprepared or don’t have the authority to
bargain.”
There are a number of outstanding proposals from both sides of
the table that are still unresolved. “Our team is committed to
bringing home a contract, but the State has to step up,” added
Jefferies.
Today, we reached tentative agreement with the State on these
contract sections, preserving our rights from previous contract
wins:
- 11.23.4 – Out Of State Pay Differential
- 11.37.4 – Dictaphone Differential
- 13.36.4 – Library Technical Assistant (Safety) Upward
Mobility
After a number of back-and-forth offers, we proposed contract
section 1.2.4 – Designation of Confidential Positions – as
rollover language, and several of our economic proposals were
moved to the master table for further negotiations.
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 4 returns to the table next week, on Tuesday, June 27.
However, with just ten days remaining until our contract expires,
bargaining sessions could happen at any time.
To keep updated, and to see updates on other bargaining unit
contract sessions, please visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
And be sure to save your spot for the upcoming June 22
Rally at the Governor’s Office in Los Angeles here.
Bargaining Unit 4 Recap: Tuesday, June 13, 2023
Unit 4 continues to negotiate with representatives from the State
this week, as they fight for a contract that addresses the
critical needs of workers across the state and defends their
existing rights in the workplace.
Today, the State rejected two of our new language proposals
listed here:
- 10.XXX.4 – Wellness and Recovery
- 11.XX.4 – DWR Incentive Program
The negotiating team also agreed to move several proposals from
the unit table to the master table for further negotiations.
Unit 4 reached a Tentative Agreement on the following rollover
article:
Negotiation continues on the following two articles
- 1.2.4 – Designation of Confidential Positions (Unit 4)
- 11.27.4 – California State Lottery (CSL) Scratcher Sales
Bonus (to be negotiated next Tuesday, June 20th)
The issues that are being rejected are safety issues, without
major financial implications for the State. The State is
responsible for all of its employees when they’re on the job, and
Unit 4 employees are not receiving the protection and respect
that we are owed.
“Our members have made their demands clear, and the State is
ignoring them,” said Unit 4 Chair Karen Jefferies. “We can’t go
another three years without a definite end to these issues, and
we will not accept our members’ needs being ignored.”
“The State does not share our priorities here,” said Alternate
Vice Chair Jose Eric Alcaraz.
While Unit 4 received a single rollover today, this is not
addressing the issues proposed by our members. Our member’s basic
concerns and needs regarding health and safety need to be
answered.
“Unit 4 workers put our lives on the line for the state,” said
Bargaining Team Member Terry Gray “At the table, we’re discussing
issues of safety, of work-life balance, of overwork and taking on
multiple jobs in our workplaces. These are not economic issues;
they are making it clear they will not prioritize our safety.”
Conflict within the departments on implementation,
standardization, and fairness have been an ongoing issue the
State is forced to manage. By not taking the necessary steps here
and now, this will be kicked down the road while not providing
for the needs of the people impacted.
“State workers should be mad as hell that they are in this
position due to the State’s inaction and unwillingness to lead,”
said Gray. “Some departments are interested in doing better, but
when the State sets an example like this, they are failing their
workforce and the public we serve.”
Our bargaining team is interested in change, not more of the
same. Three more years without concrete protections for the
workers that kept California afloat during the pandemic is not in
the best interest of the State, our members, or the people of
California.
“There are consequences for having Unit 4 employees taking on
unsafe work assignments and being mandated to work on their
regular days off,” said Jefferies. “The State needs to be
accountable for these issues and stop skirting that
responsibility.”
Unit 4 returns to the table next week, on Tuesday, June 20. To
see updates on other bargaining unit contract sessions, please
visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
If you are a member, help support the bargaining team by
purpling up on Wednesday and attending
our upcoming rally in Los Angeles on June
22.
Bargaining Unit 4 Recap: Tuesday, June 6, 2023
Unit 4 continues to negotiate with representatives from the State
this week, as they fight for a contract that provides real
solutions to ongoing issues in workplaces across the state while
respecting, protecting, and paying every state worker what
they’re worth.
This week, the State countered one proposal made by the Unit 4
negotiating team:
- Article 1.2.4 - Designation of Confidential Positions
(Unit 4)
In addition, one new language section was proposed by Unit 4:
- Article 10.XXX.4 – Wellness and Recovery Time
“Our new language articles today were focused on health and
safety, which are priorities for our members, who have been
struggling with these issues for far too long in their
workplaces,” said Unit 4 Chair Karen Jefferies.
“Our wellness and recovery proposal, addressing mandatory
overtime, is a problem that needs to be handled,” said Jefferies.
“This has been an ongoing issue for years, and it must be
addressed now, not in some hypothetical future.”
However, the State rejected our proposals without providing
concrete answers as to why our proposal was not worth countering.
These are issues of safety in the workplace, which we and our
members take extremely seriously, and we expect the State to do
the same.
“We provided a thorough proposal with language that was straight
to the point,” said Jefferies. “It seems that the State’s
negotiators expect Unit 4 members to do whatever is asked of
them, without addressing the safety concerns that have plagued
these departments.”
The State has consistently rejected proposals without providing
satisfactory explanations, failed to address issues that are
common knowledge in workplaces across the State, and ignored the
demands of our members to work toward a solution to resolve these
issues.
While negotiations are still continuing, the disappointing lack
of substantive proposals and counterproposals is delaying serious
action on things that members have identified as desperately
needed change.
“They talk about the problems they’re seeing at the bargaining
table, not problems we’re living within our workplaces,” said
Nickia Brisco, bargaining team member. “The whole reason we are
here at the table is because these issues haven’t been resolved.
We need to solve them together, and that takes effort on the
State’s part.”
Unit 4 returns to the table next week, on Tuesday, June 13. To
see updates on other bargaining unit contract sessions, please
visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
And be sure to save your spot for the upcoming June 8
March to the Governor’s Mansion here.
Bargaining Unit 4 Recap: Tuesday, May 30, 2023
Unit 4 continues to negotiate with representatives from the State
this week, with a focus on the need for more involved discussions
at the table to get represented employees a contract that
respects, protects, and pays every state worker.
“The process has been moving forward compared to previous weeks,
so we’re hopeful that the State will recognize the protections
our workers need and deserve,” said Karen Jefferies, Unit 4
Chair. “We are fighting to get this work done in a timely manner
and without losing any of the gains we have already made.”
However, without more tentative agreements or counter proposals
offered by the State to our new language, negotiations have
slowed. Apparently, lack of preparation and delays by State
negotiators interfere with getting state workers the pay,
protection, and respect they deserve on the job.
Permanent Intermittent (PI) workers are often seasoned employees
with years of experience, but they often lack the opportunity to
advance in state service. While the state suffers from an
understaffing crisis, these workers need to be supported in their
careers to help solve this problem.
“We were able to keep existing protections for PI workers which
allows them to convert to a full-time position as soon as a
position becomes available,” said Tom Krieger, Unit 4 Vice Chair.
Unit 4 reached Tentative Agreements with the State on three
sections:
- 20.13.4 – Department of Motor Vehicles (DMV) – Motor Vehicle
Representative PI (Unit 4)
- 19.9.4 – Exchange of Time Off – Multi-Shift Operations (Unit
4)
- 19.13.4 – Overtime Assignments for Work Week Group 2 (WWG 2)
Employees (Unit 4)
Additionally, the following rollover sections were proposed:
- 1.2.4 – Designation of Confidential Positions (Unit 4)
- 13.31.4 – 20/20 Program (Unit 4)
While there is progress being made and more Tentative Agreements
reached, there still remain many critical issues we want to be
addressed at the table.
“They have not countered on some of the new languages we have
proposed, and many of our rollover sections still are awaiting
the State response,” said Jose “Eric” Alcaraz, Unit 4 Alternate
Vice Chair.
These outstanding rollovers do not carry a financial cost to the
State and relate to existing protections enjoyed by state
workers. The team is waiting to hear back on these issues as
bargaining continues.
“It’s important that our negotiations with the State conform to
past practices, and one of those practices is getting articles
across in a timely manner, sharing information, and really
negotiating,” said Terry Gray, bargaining team member.
As our contract expiration date approaches, it’s important for
the State to come to the table prepared to discuss the issues
that matter to our represented workers.
“True dialog over these protections is important,” said
Jefferies. “We want the State to recognize this and come to the
table ready to discuss and counter our new language and rollover
articles.”
Unit 4 returns to the table next week, on Tuesday, June 6. To see
updates on other bargaining unit contract sessions, please visit
the Contract
Action Center page at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
And be sure to save your spot for the upcoming June 8
March to the Governor’s Mansion here.
Bargaining Unit 4 Recap: Tuesday, May 23, 2023
Bargaining Unit 4 continued to negotiate with representatives
from the State this week, with a focus on the need for consistent
and fair treatment for workers across the state.
“We are disappointed with the lack of movement on the State’s
part, but we’re pushing ahead and addressing their questions and
trying to make our member’s needs heard,” said Karen Jefferies,
Unit 4 Chair. “Our members have made very specific demands, which
need to be respected.”
The State faces a lot of inefficiencies in its workforce,
especially without strong universal standards across workplaces.
The State can solve these issues at the table through
negotiations with Unit 4 when they come to the table with
solutions in mind.
“We took time to explain and go into detail on our members needs
on the issues at the table today,” said Jose Eric Alcarez, Unit 4
Alt-Vice Chair. “We are focused on the changes our members have
called for, and we’re demonstrating in detail the importance of
these issues while we’re at the table.
BU 4 passed the following new language proposal to the State:
- 5.XX.4 – JLMC DMV (Unit 4)
We are looking for consistency statewide within DMV to maintain
fairness for all of our members. This impacts our workers and the
public they serve. We need to send a consistent message to
Californians, not regional variations that confuse the public and
frustrate employees.
“We’ve had this JLMC for well over eight years informally, and we
have stated this over the table several times,” said Tom Krieger
Unit 4 Vice Chair. “The State is willing to include this
provision, so we hope to see a tentative agreement reached on
this issue soon. It benefits both workers and the state.”
Additionally, the bargaining team proposed the following rollover
sections to the State:
- 11.67.4 – Department of Transportation (Caltrans) Toll
Collectors’ Night Shift
- 19.9.4 – Exchange of Time Off – Multi-Shift Operations
- 19.13.4 – Overtime Assignments for Work Week Group 2 (WWG 2)
Employees
- 20.13.4 – Department of Motor Vehicles (DMV) – Motor Vehicle
Representative Permanent Intermittent
This rollover language includes language that protects Permanent
Intermittent employees and provides opportunities for them to
become permanent employees. This established a path for a strong
retirement for workers and increasing employee retention, a
long-standing issue, for the State.
11 sections remain where we have made a proposal and are waiting
for a response. With our contract expiration date approaching,
the State knows that time is running out. We have not received
any TAs this session.
“What we’re asking for, especially with the JLMC, is not
unreasonable,” said Jefferies. “We’re asking the State to come to
the table with DMV decision makers prepared to address these
issues.”
Unit 4 returns to the table next week, on Tuesday, May
30th. To see updates on other bargaining unit contract
sessions, please visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
And be sure to save your spot for the upcoming June 8
March to the Governor’s mansion here.
Bargaining Unit 4 Recap: Tuesday, May 16, 2023
We are entering our fourth week of bargaining with the State for
a contract that respects, protects, and pays the workers who have
kept California running. The bargaining team for Office and
Allied Workers represented by Local 1000, Bargaining Unit 4, went
to the table on May 16 to reiterate to the State that the needs
of their workers should be the priority at the table.
The sections we sent over for rollover included the following:
- 11.21.4 – Recruitment and Retention Differential for
Accounting Clerk Series
- 11.23.4 – Out of State Pay Differential
- 11.37.4 – Dictaphone Differential
- 11.38.4 – Calendaring Differential (CUIAB)
You can read the details
of these and all current contract articles at
contract.seiu1000.org
After rollovers were sent, the team discussed our items that have
not been responded to, and the State had nothing to offer. The
State has taken a long time returning any articles, even those
that would create new protections for our state workers.
“The articles that have not been addressed by the State are
infuriating,” said Chair Karen Jefferies. “For example, section
10.XX.4, Transportation and Disposal of Bodily Fluids, and
10.XXX.4, Wellness and Recovery Time, are two important sections
that address our core issue of protection in the
workplace. Bargaining Unit 4 employees across
departments are being asked to do tasks that are outside their
job specs and beyond their work capacity, which creates risks of
danger for employees.” Our members need protection,” said
Jefferies
“We take a lot of time with our language and make sure that it’s
complete and in compliance with our member’s needs,” said
bargaining team member Terry Gray. “We expect the State
to either counter or TA the proposal, and the State is not
doing the work.”
The bargaining team will continue to negotiate with the State to
ensure that their unit’s needs are met by their employer.
Unit 4’s next meeting with the State to win a contract
that Respects Us, Protects Us, and Pays Us is set for May
23. To read about what happened in Monday’s Bargaining Unit
11, 20, and 21 sessions, please visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today.
And be sure to save your spot for the upcoming June 8
March to the Governor’s mansion here.
Bargaining Unit 4 Recap: Tuesday, May 2, 2023
We are entering our third week of bargaining with the State for a
contract that respects, protects, and pays the workers who have
kept California running. The Bargaining Unit Negotiating
Committee (BUNC) for Office and Allied Workers represented by
Local 1000, Bargaining Unit 4, went to the table on May 2 to
bring a focus on the dangerous situations that state workers have
faced and to demonstrate the protections that we need on the job.
The Team proposed one article as a “rollover,” signaling our
desire that the existing language remains unchanged, keeping in
place the hard-won rights from previous contract campaigns. The
rollover article is the following:
- 13.11.4 – Upward Mobility and Training
Additionally, they proposed two new articles. These articles are
intended to address issues not covered in our current Memorandum
of Understanding (MOU).
New Language – 10.XX.4 – Transport of Bodily Fluids/Specimens
(Prohibits management from mandating Unit 4 to collect, handle,
or transport bodily fluid/specimen)
New Language – 10.XXX.4 – Wellness and Recovery Time (Creates a
mandatory 48 hour “off work/recovery” time when employees work 8
consecutive days or more than 200 hours in a pay period)
The first new language proposal on the Transport of Bodily
Fluids/Specimens addresses the longstanding issue of Unit 4
employees being told to perform tasks outside their roles as
Office & Allied Workers.
Unit 4 members are not trained in handling bodily fluids and
cleaning up biohazards. “Our training is an overview of what an
airborne or blood borne pathogen is, not how to handle these
samples,” said BUNC member Nicole Crist. “Our members are support
staff. It’s not in our job scope to take vitals or patient
history.”
Our proposal surrounding the wellness and recovery time is a
response to ongoing calls from our members to address workload
issues. “This came about because there is an increase in Unit 4
employees being mandated to do overtime work,” said BUNC Chair
Karen Jefferies. “We wanted to make sure that our employees’
work-life balance could be respected.”
“Mandatory overtime creates burnout,” said Crist. “It’s long past
time that this issue was addressed.”
A Tentative Agreement was reached on five (5) rollover articles:
- 13.11.4 – Upward Mobility and Training
- 13.35.4 – Employee Recognition and Morale Program – Franchise
Tax Board (FTB), Board of Equalization (BOE), California
Department of Tax and Fee Administration (CDTFA), and Office of
Tax Appeals (OTA)
- 14.16.4 – Program Technician Classification Series
- 14.25.4 – Dispatcher Clerk/Dispatcher Clerk, Caltrans
Classification Task Force Study
- 20.14.4 – Post and Bid Program for Department of
Transportation (Caltrans) District 4 (S.F. Bay Area)
Of these proposals, 13.11.4 – Upward Mobility was presented by
the BUNC and accepted by the State in the same session, which
shows the critical need for this language, and the ability of the
BUNC team to push aggressively to ensure that important
protections for Unit 4 employees are maintained.
“Upward mobility has been a long-time coming, and it’s something
we needed to thoroughly address,” said Crist. “Karen and her
commitment to this issue made sure that it was heard.”
“We want things to move on our table, and the State is on the
same page with us on this,” said Jefferies. “We’re trying to make
sure that we’re putting the things that our members are asking
for across the table.”
Members will continue to lead the direction of negotiations with
the State through worksite actions and member statements. “We
want to bring our member’s voices into the room by bringing their
statements and evidence to the table,” said BUNC Alternate Vice
Chair Jose Eric Alcaraz.
You can read the details
of these and all current contract articles at
contract.seiu1000.org
Unit 4’s next meeting with the State to win a contract
that Respects Us, Protects Us, and Pays Us is set for May 9.
To read about what happened in Tuesday’s other
bargaining sessions, please visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today
Bargaining Unit 4 – Recap: Tuesday, April 25, 2023
The Bargaining Unit Negotiating Committee (BUNC) for Office and
Allied Workers represented by Local 1000 Bargaining Unit 4 went
to the table with the State on April 25th for the
second week of negotiations on unit-specific issues.
Unit 4 presented three articles as “rollovers,” proposing that
the existing language remains unchanged, keeping in place the
hard-won rights from previous contract campaigns. The rollover
articles are the following:
- 13.7.4 – Performance Standards
- 13.35.4 – Employee Recognition and Morale Program (FTB, BOE,
CDTFA, OTA)
- 20.14.4 – Post and Bid Unit 4 Caltrans in District 4 (San
Francisco)
Additionally, we proposed two articles for language changes. The
changes are intended to address issues previously identified as
needing revision.
During our last bargaining negotiations, a Joint Labor Management
Committee was agreed upon. The Lottery Scratcher Sales Bonus
language has not been updated since the 1990s. Now, with the
input of our Joint Labor Management Committee (JLMC) at the State
Lottery, we were able to bring new recommendations to the table.
With the recommendations of both parties at the JLMC about these
changes, so the bargaining team is hopeful that the State
recognizes this as a common-sense change. said Bargaining Unit
Negotiating Committee (BUNC) Chair Karen Jefferies.
Finally, the State agreed to one of our rollover articles, and
thus, a “Tentative Agreement” was reached on one of our proposed
articles:
- 9.18.4 – Caltrans Life Insurance
This article, maintaining the existing protections of CalTrans’s
life insurance policy, is important to BU4 members and is a part
of the essential safety net for workers across the state.
The State’s slow pace to return proposed articles and proposals
to “clean up” articles has caused some concern for the Bargaining
team. “It seems like the state is haste to make changes to our
articles,” said BUNC Alternate Vice-Chair Jose Eric Alcaraz. In
spite of these issues, the team is able to respond. By sending
proposals as rapidly or slowly as the State is considering them,
the team is able to make sure the state addresses these language
changes, rather than letting them linger in limbo during this
process. “We don’t want to sit back and wait for them to work
through a ton of proposals.”
However, some of the proposed “cleanup” language creates an
unbalanced agreement that does not help our members. “The state
wants to change this language to something that would be more
beneficial for management than our members, said BUNC member
Terry Gray. “We are looking for an equal distribution of power
with these language changes, and fair language that benefits both
parties.
Proposed “clean up” language from the State creates issues not
only with the fairness of our contract but affects the timing of
bargaining. “The languages we passed over last week was easy for
the State to agree to, but they decided they wanted to hold onto
the proposals,” said Jefferies. “It’s only week two, but we’re
sending over proposals with minor language changes. Their
attempts to ‘clean up’ this language, reworded and chipped away
at the intent and strength of the language. We continue to push
back on this.”
Unit 4’s next meeting with the State to win a contract
that Respects Us, Protects Us, and Pays Us is set for May
2nd. To read about what happened in Monday’s
Bargaining Unit 11, 20, and 21 sessions, please visit
the Contract
Action Center page at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today
Bargaining Unit 4 Recap: Monday, April 18, 2023
The Bargaining Unit Negotiating Committee (BUNC) for Office and
Allied workers represented by Local 1000 Bargaining Unit 4 went
to the table with the State on April 18 for the first day of
negotiations on unit-specific issues.
The bargaining team knew that they were in for a fight. Karen
Jefferies, Bargaining Unit Negotiating Committee (BUNC) Chair for
Unit 4 says “Right now, I see us as defending years of contract
legacy, the protections that we’ve secured over the years. It’s
important that the language we get reflects the spirit of the
membership’s original demands.”
This bargaining session focused on six non-economic articles that
covered language pertaining to upward mobility, Joint Labor
Management Committees (JLMCs), task forces, and classification
studies. These are crucial tools for state workers to take
advantage of their training and expertise to develop their
careers and maximize their time in state service.
The State’s negotiators were surprised when the BUNC pushed back
against what they called “clean up” changes to the article
language. “The State came in trying to clean up language that
they didn’t understand and hadn’t studied,” said Jose Eric
Alcaraz, BUNC Alternate Vice Chair. “These are hard-won
protections, and our language wasn’t chosen lightly. We were able
to make them understand why we’re fighting to defend it.”
The experience of SEIU Local 1000’s negotiators was clear. “I was
19 when I started with the state; I’m 43 now,” said Nickia
Brisco, a BUNC member, and employee at the Department of Consumer
Affairs. “Our experience working for the state exceeds theirs.
That’s why we value that language. While we’re making progress
toward a stronger contract, we need to remember nothing in our
contract is there by default. We have to fight for all of it.”
The bargaining team presented a number of contract articles for
“rollover,” a term used to describe parts of the contract that
don’t require negotiation this cycle. The State agreed to
roll over Article 5.16.4, which continues the Disability
Determination Services Division JLMC. “We had good discussion and
dialog,” said Alcaraz. “The chief negotiator listened and gave
thoughtful responses. There’s an understanding that we both want
Unit 4 to have progressive language, but it’s early, and in the
end, it comes down to the language we agree on.”
Members of Unit 4 have made it clear that pay is our priority.
“We’re going to have a battle over pay,” said Jefferies. “Unit 4
is the face and the backbone of the state. When the public
utilizes state services their first contact with a state
employee, it’s a Unit 4 classification, be it face-to-face or
over the phone. There are only eight of us at the table,
but we need to have all of our represented workers and the people
they serve standing behind us.”
Unit 4’s next meeting with the State to win a contract
that Respects Us, Protects Us, and Pays Us is set for April
25. To read about what happened in Tuesday’s Bargaining Unit
1, 3, and 17 sessions, please visit the Contract Action Center page
at seiu1000.org
There’s real truth to the Local 1000 slogan, Stronger
Together. We only win a great contract with a strong Local
1000 membership. So, if you’re not already a member, we encourage
you to join
us today